• Currently the strategic talent acquisition team for Top 40 JSE Listed FMCG Group for three years running
• Saved the organization R 7.4 million over two years for all executive and strategic hires
• Reduced time to hire of Executive level from 9 months to 4 months (global benchmark is 9-12 months)
• Successfully identified and mapped all executive level talent in industry by function and level
• Successfully built LinkedIn platform for strategic sourcing
• Grew internal user adoption on ATS from 15% to 100%
• Grew LinkedIn followers from 2381 to 23551 over 3 year period through recruiting activity and focus on employer brand
• Manage graduate trainee program from application to shortlist (this year 4000 applications across 5 functions) through full utilization of ATS
• Introduced cutting edge video interviewing technology significantly enhancing employer brand and candidate experience

• Quality of hire and our performance based hiring methodology are at the core of how we deliver value
• Leveraging technology within the organisation and through our own data platform and sourcing tools
• Building internal capability in the organisation and implementing best practice
• A team of highly capable and experienced talent acquisition professionals

• Recruiting performance is no longer measured by cost of hire + time to hire
• Instead, Talent Brand measures success by placing Quality of Hire at the core of its value proposition, leading to high levels of retention and delivering high performers who have an immediate impact on the business

Generally Hiring Managers view positions/roles from an internal perspective focusing on skills and knowledge and describe the person and not the role!

Talent Brand reverses this process and starts by asking what you want the role to achieve; what success will look like. We then work back towards outputs and Key Performance Indicators (KPIs), and only then knowledge and skills.

Only when all of these factors are taken into account, can a high performance role profile be produced which ensures that the RIGHT talent is sourced.

The ability to effectively select and engage high performing talent requires an integrated approach. There are four factors that, when combined, help us to more accurately understand what makes people effective in any given situation and what is required for effective performance in the role.

• What they know (type and depth of knowledge)
• What they have done (relevant work experience)
• Who they are (attitude, behavioural competencies or attributes)
• How they fit to your culture

Enabling your business to proactively attract, source, select and retain the right talent at the right time in the right role to enable business growth.

• Workshops or one-to-one engagement with identified stakeholders on challenges, needs, opportunities and objectives of TA for the business
• Investigate succession plan, critical/scarce skills gaps and talent brand (ability to create a compelling USP for talent to work for you)
• Review structure to deliver on objectives
• Analyze organizations internal and external capability to deliver on objectives
• Analyze as-is and to-be processes
• Evaluate and recommend technology solutions + social recruiting tools cost effectively
• Develop roadmap with objectives, recommendations and costs to implement and/or enhance

• A clearly articulated roadmap with key actions and tasks
• Effective and quicker access to a pipeline of higher caliber talent
• Efficient and cost effective talent acquisition process

Targeted and customised campaigns to target specific talent for current and critical roles in the organisation that are urgent and need to be in the business within 6 months.

• Detailed analysis and develop role profile with KPI’s linked to what you want the role to achieve
• Comprehensive competitor/functional/level mapping of market
• Factual data and insights on the availability of talent and trends
• Develop and action most optimal attraction and sourcing approach e.g. search, advertising, referrals, social media
• Project managed delivery
• Expert selection processes
• Assessments

• Quality talent
• Fit for role, first time
• Reduced time to hire
• Talent that delivers and performs quicker, and is effectively retained
• Candidate exclusivity

Build, manage and engage a pipeline of targeted talent “BEFORE” you need to hire.

• A unique approach to building pools of talent for succession, needs and critical/scarce roles
• Factual data and insights on the availability of talent and trends in your industry
• When building a talent pipeline, we do not just identify talent ‘on a page’. We meet and engage with the candidates. We then maintain these relationships, keeping the candidates engaged and interested
• We aim for a 1:3 ratio – for every one position you have, we have 3 candidates we can contact who are already fully engaged

• Quality and highly engaged talent
• Fit for role, when needed
• Data into market intelligence to inform your hiring strategy
• Reduced time to hire
• Talent that delivers and performs quicker, and is effectively retained
• Candidate exclusivity

On boarding is a critical component of the talent acquisition process. Not only does successful on boarding ensure the rapid integration of the new hire into the workplace, it is also impacts on engagement, performance and retention.

• Develop a practical on-boarding plan
• Offer 3 way coaching approach to integrate the new hire with the peer team, the team they manage and their leader
• Development and implementation of an effective mentor program

• Better retention
• Talent performs and delivers value quickly
• Effective integration and deeper relationships